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    Organisation Development Notes Unit-1

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    Sreedharan Harshini
    Organization development (OD) is a planned, organization-wide effort to increase an organization's effectiveness and viability. It uses behavioral science knowledge to help organizations better adapt to change, improve processes, and increase self-analysis. OD focuses on the organization as a system and aims to improve the health, effectiveness, problem-solving ability, and quality of life for employees of the organization. Key assumptions of OD include that people perform better when treated well and work is meaningful, and that organizations benefit when groups learn with open feedback and people are involved in the change process.

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    Organisation Development Notes Unit-1

    Uploaded by

    Sreedharan Harshini
    9K views2 pages
    Organization development (OD) is a planned, organization-wide effort to increase an organization's effectiveness and viability. It uses behavioral science knowledge to help organizations better adapt to change, improve processes, and increase self-analysis. OD focuses on the organization as a system and aims to improve the health, effectiveness, problem-solving ability, and quality of life for employees of the organization. Key assumptions of OD include that people perform better when treated well and work is meaningful, and that organizations benefit when groups learn with open feedback and people are involved in the change process.

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    ORGANISATION DEVELOPMENT NOTES UNIT-1

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    Organization development (OD) is a planned, organization-wide effort to increase an organization's effectiveness and viability. It uses behavioral science knowledge to help organizations better adapt to change, improve processes, and increase self-analysis. OD focuses on the organization as a system and aims to improve the health, effectiveness, problem-solving ability, and quality of life for employees of the organization. Key assumptions of OD include that people perform better when treated well and work is meaningful, and that organizations benefit when groups learn with open feedback and people are involved in the change process.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as DOC, PDF, TXT or read online from Scribd
    Download as doc, pdf, or txt
    9K views2 pages

    Organisation Development Notes Unit-1

    Uploaded by

    Sreedharan Harshini
    Organization development (OD) is a planned, organization-wide effort to increase an organization's effectiveness and viability. It uses behavioral science knowledge to help organizations better adapt to change, improve processes, and increase self-analysis. OD focuses on the organization as a system and aims to improve the health, effectiveness, problem-solving ability, and quality of life for employees of the organization. Key assumptions of OD include that people perform better when treated well and work is meaningful, and that organizations benefit when groups learn with open feedback and people are involved in the change process.

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    of 2

    ORGANISATION DEVELOPMENT

    DEFINITION:
    Organization development (OD) is a planned, organization-wide effort to increase
    an organization's effectiveness and viability. ...
    Organization development (OD) is a planned, organization-wide effort to
    increase an organization's effectiveness and viability. Warren Bennis has referred to OD
    as a response to change, a complex educational strategy intended to change the beliefs,
    attitudes, values, and structure of organization so that they can better adapt to new
    technologies, marketing and challenges, and the dizzying rate of change itself. OD is
    neither "anything done to better an organization" nor is it "the training function of the
    organization"; it is a particular kind of change process designed to bring about a
    particular kind of end result. OD can involve interventions in the organization's
    "processes," using behavioural science knowledge[1] as well as organizational reflection,
    system improvement, planning, and self-analysis.

    Organization Development Overview


    By: Dr. Marge Yanker

    What is OD?

    Organizational Development is an applied behavioral science that is focused on the organization


    as a system.

    A Comparison of OD with other interventions:

    Activity - Training - Education - OD

    Focus - Job Skills - Person - Organization

    OD is an applied behavioral science that is, among other issues, concerned


    with:

    • The health of the organization.


    • Organizational effectiveness.
    • The organization’s capacity to solve problems.
    • The organization’s ability to adapt, change, or of self-renewal.
    • The organization’s ability to create a high quality of life for its employees.

    What are the assumptions of OD?

    OD assumptions include:

    • People react to how they are treated. (Better treatment results in better productivity.)
    • Work must meet the individual’s needs and the organization’s needs.
    • Most people are motivated by challenging and meaningful work; not controls, threats and
    punishment.
    • Basic building blocks of the organization are groups—therefore the units of change are
    groups.
    • Organizations suppress feelings, but this also suppresses commitment.
    • Groups that learn to work using open and constructive feedback become better able to
    be productive.
    • People work best in supportive and trusting environments.
    • Change is best implemented when people are part of the change process.

    The basic value of OD theory and practice is that of choice.

    Learning is seen as an integral part of choice. Therefore, OD utilizes various strategies to


    intervene into the ongoing activities of the organization in order to facilitate learning and to help
    the organization (groups within it, as well as individuals who make up the groups) to be able to
    make better choices about alternative ways to proceed more effectively. Because choice is a
    fundamental value, OD works with the organization to find out how the organization wishes to
    proceed. OD is not prescriptive in its purest form. (Organizations in crisis often demand a more
    prescriptive approach and this is always a difficult decision for the OD practitioner to weigh.)

    What are the steps involved in OD?

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